Impact of marital conflict resolution styles among dual-career healthcare professionals on work engagement
10.3760/cma.j.cn111325-20241008-00840
- VernacularTitle:双职工医护人员的夫妻冲突解决模式对工作投入的影响
- Author:
Xiaochong WEI
1
;
Nan QIN
1
;
Xin LIU
1
Author Information
1. 中国人民大学公共管理学院，北京 100872
- Publication Type:Journal Article
- Keywords:
Personnel administration, hospital;
Conflict resolution;
Work-family balance;
Work engagement;
Marital relationship
- From:
Chinese Journal of Hospital Administration
2025;41(5):343-349
- CountryChina
- Language:Chinese
-
Abstract:
Objective:To analyze the impact of dual-career healthcare professionals marital conflict styles patterns on each other′s work engagement and the underlying mechanisms, so as to provide empirical evidence for hospital managers to improve employee support systems.Methods:Based on the work-family resources model and social interdependence theory, an actor-partner interdependence model (APIM) was constructed. A three-stage questionnaire survey was conducted in March 2022 among 203 pairs of dual-career healthcare professionals to obtain data on the independent variable (conflict resolution pattern), the mediating variable (work-family balance), and the dependent variable (work engagement). Structural equation modeling and the Bootstrap method were used to conduct path analysis and mediating effect tests.Results:The aggressive marital conflict resolution pattern had a significant negative impact on the work engagement of healthcare couples themselves ( P<0.05). The appeasement conflict resolution pattern of husbands and wives had a positive impact on the work engagement of husbands ( P<0.05); however, the appeasement conflict resolution pattern of wives had a negative impact on their own work engagement ( P<0.05). The avoidance conflict resolution pattern of husbands had a negative impact on their own work engagement ( P<0.05). Through the examination of the interdependent mediating variable of work-family balance, 14 significant interdependent mediating paths were identified. In the aggressive marital conflict resolution pattern, the interdependent mediating role of work-family balance for both husbands and wives was established. In the avoidance marital conflict resolution pattern, the interdependent mediating role of work-family balance was partially established for both husbands and wives. Conclusions:The marital conflict resolution patterns of dual-career healthcare professionals had a significant interdependent mechanism in influencing each other′s work engagement. In particular, aggressive and avoidance conflict resolution patterns weaken work-family balance, thereby reducing the work engagement levels of both individuals and their spouses. It is recommended that hospital management departments strengthen conflict management training and family support measures to promote employees′ work-family coordination and professional engagement.
